There are few things more frustrating than not hearing back from a company. This can be annoying after you submit an application but can be positively anxiety-inducing after an interview. If you’re not getting a response from their human resources or hiring representatives, what can you do to expedite the process? There is an art to following up, so it’s important to know how and when. Here are some things to consider moving forward.

Talk to your recruiter.

If you’ve been working with a staffing agency, your first stop should be contacting your recruiter. They become the conduit between you and the potential employer and can help field any communications throughout the process. Give them a call or shoot them an email to see if they can determine where their clients are in making a decision.

Follow up.

Of course, it’s okay for you to follow up as well. In fact, at your interview you should always be sure to ask when they expect to make a decision and follow up just before that time. When you do, make sure that you sound confident and interested but not desperate. Desperation comes across a needy, and the company wants someone who doesn’t need a lot of hand-holding.

Determine a timeline.

When you’re following up, it’s important that you determine the right timeline so you’re not just bothering the hiring manager for the sake of it. The hiring manager has other duties along with filling this position, so a little contact can go a long way. After the interview, send a thank you note to reiterate interest. Then follow up at the time indicated in the interview. After that, follow up one or two more times.

Continue searching.

Throughout this process, make sure you’re not putting all your eggs in just one basket. Never stop your search just because you feel great about a particular job interview. There will always be more qualified candidates than a company can hire, so you’re not guaranteed the position. Keep searching and don’t lose your momentum.

If you’re bilingual, there may be some great news for you on the business horizon. In the last 5 years, the demand for talented bilingual employees has grown significantly. If you’re a professional at any level and you can speak more than one language, you should be able to leverage these skills to advance your career. So what can you do to ensure that you’re included in this hiring boom and approach the right employers for your next job?

Jobs at all skill levels.

Bilingual employees are in high demand across the board. From general labor to administrative support and all the way up to upper management, technology, and financial positions. Regardless of the type of job you want or your long term goals, if you’re proficient in another language you have an advantage in the workplace.

Chinese, Spanish, and Arabic.

Companies hiring bilingual employees are looking at multiple languages, but the top three appear to be Chinese, Spanish, and Arabic. And that makes sense considering the global aspects of the modern workplace. If you’re fluent in any of these languages, be sure to make that prominent on your resume.

Texas at the top of the list.

Unsurprisingly, when looking at states that are focusing on bilingual hiring, Texas is at the top of the list. For a variety of reasons, Spanish speakers are in high demand throughout the Lone Star state, but other languages are being sought as well. If you’re a bilingual professional in Texas, seek out the right opportunities.

Proving fluency.

Of course, it isn’t always as easy as simply saying you’re fluent in any of these languages. Companies need to have some assurance that you can do what you say. They may provide testing in the other language to determine if you’re proficient in both writing and speaking as well as understanding someone else and potentially understanding dialects. Be willing to take these assessments.

Writing your resume.

You also need to be able to market your skills in another language in your resume so you will get calls back from top companies in Texas. Be sure to list it prominently. And, if possible, provide data that will support how your language skills have benefited you and a previous employer in the past. This can also be demonstrated in a cover letter, which you should write in the primary language but perhaps include a short paragraph demonstrating how you write in another language.

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Do you have an open position for a bilingual professional? There are many cases, especially in customer service or other client-facing positons, where skills with another language will be imperative. But what considerations do you need to make when hiring someone who is bilingual? Before you make a hiring decision, think through some of the ways to ensure you’re using the best hiring practices to make the best choice for your company

The best way to use testing.

The first step is to find a testing product that works best for you and your company’s hiring process. But keep in mind that it is important to review the quality of the tests and use a product considered validated to help avoid hiring bias in your final choices. Testing should always be reviewed objectively to avoid making unnecessary connections with incorrect information. If you use online testing, talk with the testing provider about ways they avoid testing fraud.

Utilize a staffing partner.

One possible solution for testing is to work with a staffing agency to provide the pre-employment screening necessary to determine if a candidate is qualified for your open position. They can provide the testing needed to determine the level of language proficiency for each candidate. They can also give you the results in a way to allow you to make an unbiased selection while knowing the most important information.

Consider the pay rates.

When you make the hiring decision, there are some other aspects that are worth considering. For instance, have you thought about a premium pay rate for individuals who bring bilingual skills to the table? There may be a reason to pay slightly more for these candidates as you can make use of their extensive skills for success in the position. Review resources like Salary.com to determine the best pay rate for bilingual employees in that position.

Implement strong onboarding.

It is also important that you utilize appropriate onboarding and training techniques to ensure all expectations are being met. Does your new hire need more training to avoid preventable workplace conflict over incorrect translations? Do you need to make sure they are comfortable in their position and understand all the necessary information when it comes to discussing information with employees and customers in two different languages?

At its core, recruiting is still a people-based process. You search for new candidates and, though a select process, determine who will be the best fit to work with your company. But data shows us there is more of a science to it than just being in the right place at the right time. Is there additional data that can help you determine the techniques that are most effective? How do you use this information to hire the right people for your company? Here are some of the metrics you can use to determine the best hiring strategy for your business.

Sources of candidates.

Start by reviewing where all of your candidates come from. What percentage reach you by an online job posting? How many are referrals? How many discover you through alternative means, such as social media? Then, determine where your top performers came from to see which channels are the most successful for your office environment. Once you begin to track all of this information you can begin to see patterns emerge that can help you focus your searches in the future.

Location of candidates.

For most companies, it is also important to determine where, geographically, your employees are coming from. The commute to your office will often be reflected in your employee’s ability to arrive on time and perform at top efficiency. This will help you determine where to target with ads and how to get involved in your community to reach out to individuals who might be a fit for your organization.

Essential skills of candidates.

Next, review the essential skills your top performers have in common. What background traits do they share? Are there commonalities in previous employment, education, or other factors that can help you determine the best ways to narrow down potential employees in the future?

Common personality traits of candidates.

You will also want to evaluate the soft skills and inherent personality traits common in your staff. Your office environment is as important as the work you do, so it is important that your team can work well with each other and have a similar value system to your corporate identity. This can all be determined based on how well they fit with your corporate culture and one another.

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Are you interested in finding the right candidates to meet the traits of your top performers? Contact Meador Staffing today to work with a top staffing agency in Austin.

Hiring may be one of the most difficult, and important, aspects of your job as a business leader. Hiring the wrong person can result in missed opportunities and damage control. But hiring the right person will aid in your company’s growth and success. But the old fashioned recruiting methods might not be your best bet in our new, modern world. Using technology to help you find and hire the right candidates for your business can not only save you time and money but also help you put the right people in the right positions. Here is some information on the latest technology that can help you out.

Use marketing automation

Many businesses will start the hiring process over again when a need comes up, but that means they are missing out on stellar candidates who have applied in the past. There are potentially dozens of talented individuals who have already responded to your open positions, so don’t forget about them. One way to make sure you stay in touch with former candidates is to use targeted marketing to stay top of mind with them as they continue their job search. You may not have something right now, but make your company a desirable place to work when you do.

Use an applicant tracking system

An applicant tracking system, or ATS, is technology that helps you keep potential candidates in a database that you can search when a need arises. They are often used by staffing agencies and large corporations that receive hundreds of applications at any given time. An ATS can allow you to search for specific keywords so you can find former applicants who fit current job openings and reach out to them.

Use video interviewing

Another popular technology trend in hiring today is the video interview. Using programs like Skype or Google Hangouts, you can take the phone interview to the next level. This gives you a chance to talk to individuals who are willing to relocate for your job. Or, it allows you to be face-to-face with a candidate before bringing them in for your in-person interview process. It gives you access to their communications skills and body language and allows them to see yours as well.

Use mobile application processes

Online applications are also key in today’s connected economy. Successful companies are using mobile apps to help job seekers apply to their open positions faster and easier. Current research shows that if a job seeker needs to jump through multiple hoops to apply for a job, they aren’t likely to finish the process. This is true for people of all skill levels, so you may be missing out in very talented performers who would be an asset to your company. Make the application process easier for candidates rather than harder.

Partner with a Top Staffing Agency in Austin

Are you ready to work with a staffing agency that features all of these tools? Meador Staffing is here to help! Contact our great team of recruiters today to work with a top staffing agency in Austin!

A job search can be frustrating at best. But it doesn’t have to be as long as you know a few universal truths about how to find your next opportunity. You are multi-faceted, and so is the job market. There are so many options it can be overwhelming. Before you get lost in a sea of online applications and details on job ads, consider these truths to help you better focus your search and come out on top.

Don’t apply to everything

Conventional job search wisdom suggests that the best way to find a new job is to apply to anything and everything. The idea is that the more you apply to, the more calls back you’ll receive. But, it actually can create an opposite effect. Instead, you should pick a few jobs and focus your efforts. Choose jobs with target companies, ones that request skills you excel it, and things you want to learn more about.

Don’t miss out on hidden jobs

Many people believe that job postings are public, but this simply isn’t the case. Often, a job posting never makes it off an internal job board. Or, the company may choose to work with a staffing agency to help them source candidates. Individuals who don’t consider working with a recruiter may miss out on important jobs in their field or area.

Know the truth about job hopping

Another big concern for job seekers is job hopping. They believe that the market has a negative perception of someone who has left multiple jobs in the past. While too many over too short a period of time can be a red flag, most companies are more than happy to consider someone who has worked a year or so at several companies. Those durations can be easily justified and explained.

Don’t stop with the application

You haven’t done enough by simply applying to an open job. There is so much more to a successful job search than sending your resume to an anonymous email address. This is when you need to work your network. Check LinkedIn to see if you know someone or someone who knows someone, working for the company. Try to reach out to gain some insight or more information.

Work with a Top Staffing Agency in Austin

Are you looking for a new job? Contact the recruiters at Meador Staffing to work with a top staffing agency in Austin TX and throughout Texas.

If you’re an employer, you have probably heard, and read, about the need for a good onboarding program. This opportunity to provide a company orientation to your new staff members is imperative for informing their experience overall. And to maintain good retention, it is the best investment you can make into your organization. But what is the time frame for onboarding? How do you know when their orientation ends? If you want to make the right impact for your new team members, consider everything you can offer within the first 90 days and beyond.

Be ready

Your new employee will make their impression of your company on the very first day of work. If you’re not ready for them, they’ll notice that and act accordingly. You need to ensure that the desk space is prepared. Have the computer already set up for them with everything they need to accomplish their tasks. Give them a tour of your entire facility and introduce them to key people around the office. Letting a new employee stumble through the first day is a recipe for disaster, so don’t let that happen.

Assign a mentor

A great way to provide added value to a new hire is to allow them to shadow a veteran employee. Create a mentorship program within your office where seasoned workers will help train new employees. This also keeps your current staff engaged so they don’t feel like the addition of a new employee is a threat to their position.

Assess weekly

Far too many companies wait until the first 90 days are up to do a formal review. And while this review can be helpful, much of the feedback you provide can be too little too late. If you’re not communicating with your new employee on a daily basis, at least recap with them each week. Let them know how they can improve, but also provide information about ways they’ve already contributed. Positive feedback is essential.

Ask for input

It is also important that feedback goes both ways. Ask the new employee for their input on their onboarding process, what they need or want in order to be more successful, and allow them to come to you when they have questions, concerns, or problems. Establishing positive communication patterns right from the start will be necessary or a healthy working relationship.

Focus on results

Lastly, you want to focus on the results of the onboarding process rather than the process itself. Why? Because each new employee will have a different learning curve and style and that needs to be respected. If they are shoehorned into a situation that won’t work for them, they will become disgruntled rather than engaged. Don’t focus on how they go somewhere, but whether or not the end result is what you wanted. Details can be tweaked over time.